The pandemic has really forced people to look at their...
People aspire to get jobs that match their skills, aspirations and career goals; then perspire to face interview rounds. So, it is really important that the entire job interview process should be formulated in a way so that it turns out to be a learning experience for the candidates, take off the stress involved at this stage and make it an opportunity for companies to improve their talent brand.
Do you think interviewing a candidate for a few minutes is enough to understand their true potential?
Well, honestly from the conversations, behavior and body language of the candidates, recruiters determine whether a candidate is confident and a good fit for the company. The interview panel tries to understand the candidate’s overall skills, capability to work independently, learnability and fitment to the role at hand.
Where HRs are looking for building their team, a candidate is always on the lookout for their dream job. In this article, we are trying to discuss the need of having an effective bilateral communication in the interview process.
Why a candidate is not being shortlisted for interviews –
Recent research shows that in tech and IT space there are on average 150 applicants per job. And around 15-17% of candidates get a call from a recruiter or get shortlisted.
Have you ever given it a thought what happens to the others?
Recruiters shop short candidates due to their inability to meet the selection criteria, being a mismatch to the role or compensation expectations, disparity found in resume validation or even in many instances due to lack of time to engage with large number of applicants.
In most instances where candidates are not shortlisted, they rarely get a formal update from the company. This not only breaks potential future opportunities to bring these candidates on-board but also leaves a bad ‘first impression’ in the mind of the potential employee.
What happens to a candidate who has been interviewed?
Assuming we select 5% of the candidates who are interviewed, the rest 95% usually gets delayed rejection message or sometimes never get the update at all. Considering the multiple rounds of discussions with candidates, it is always a great deal of time spent in the process, Hence, lack of proper communication tends to be an element posing a barrier against making the experience great.
LinkedIn suggests that 94% of candidates want to receive interview feedback, where only 41% of them have received it before.
Why sharing interview feedback is critical?
Well, there are multiple reasons- firstly, every candidate would love to understand what went right and what could be improved. To be more specific, during the early stages of career, candidates take each interaction with industry experts as an opportunity to learn and improve. Secondly it is critical for employers to recognize the effort taken to close the loop gracefully. Also, if the organization follows a system of recording the feedback about candidates and maintaining it in a trackable mode then it really helps in streamlining the hiring efforts in the long run.
Is that all or should companies seek candidate’s feedback?
The answer is an emphatic Yes! Candidates should be asked feedback about their interview experience, quality of the interviews, recruiter responsiveness and the overall process. This feedback and analyzing the feedback can be put up as a ‘gold’ standard in terms of improving the overall process and thereby attracting top talent. This improves the offer conversion and put forth objective data for leadership team to understand the talent brand.
Ghost in the seeds
Currently there is a major gap in the responsiveness and right mindset in most of the organizations. As some of the qualified candidates receive calls, companies often keep the other candidates in the queue waiting with no updates. On the contrary, personalized updates, if possible, could be great. At the same time, update emails or auto-generated emails should hit the mailbox of candidates providing formal updates, next steps and a potential time frame could be just amazing. The engagement must go on and the candidates who participated in the recruiting steps or applied must get a thank you note for the participation. Consequently, as someone is getting selected, the other candidates should not be kept in the dark about whether they should hang on or move on.
What are the reasons candidates say no to a job?
Candidates don’t opt in for a job profile even after cracking the interview mostly due to availability of better opportunities. Other prominent reasons could be dissatisfaction with the terms and conditions provided and unsuitable requisitions brought to the table.
However, Candidates must check the brand backdrop and their social handles before appearing for the interviews. The mindset has to be either a good day or not your day. Remorse and sulk have no involvement in the round of interviews. Like the recruitment panel, candidates should be given a feedback form to write their hearts out about the experience and the process so that companies can identify their flaws and act on the same.
Approximately 50% of the selected candidates take up an offer. This article will discuss the aspect of sharing feedback with candidates and also taking their feedback. Read on.
Addressing candidate’s feedback can bring a much-needed clarity and evenness in the age-old system. Incorporating technology and automating interview feedback mechanism would bring down a lot of manual effort and induce clarity in the system.
How things can be changed with a 360-degree feedback?
Firstly, corporates should mandate a ‘360-degree feedback’ approach. Let us start with the interview feedback to the candidates. A few suggested points to consider with respect to sharing interview feedback with candidates:
1. Define a standard recruiting process with steps and expectations
2. Baseline a selection criteria and expectations from each round of interview
3. Train new members of the interview expert panel and run refresher programs for existing panel on how to conduct interviews
4. Look for simple and easy to use tools or leverage existing technology tools to manage the process of collection and feedback sharing
5. Ongoing review and reporting
This could be a distinguishing measure to enhance the credibility of your brand. Where unsuccessful candidates can fine-tune their laps, successful candidates might also have other offers on table to choose from. So, delaying unnecessarily to send feedbacks can impact KPIs negatively.
The need for taking candidate feedback has been discussed earlier. And this could be the single best step to review the team performance around identify areas of improvement. This could be new for many organizations and may take time for the entire organization to adopt this process. . It will take substantial time to deconstruct and reconstruct the system on a large scale. A few suggested points to consider:
1. Mindset change to capture and evaluate candidate feedback
2. Tools to capture, analyze and present feedback without too much interference from recruiters
3. Recognizing top recruiters and hiring teams based on candidate feedback
4. Implement recruiting process changes based on candidate feedback
Shift to the right gear and adopt necessary changes in your recruiting business process for achieving higher growth prospects and eventually bringing in the paradigm shift. We hope you have a great recruitment process and let’s build an awesome team.
An organization is made up of a diverse body of people, who have unique qualities and belong to many different social groups. Inclusivity involves giving
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